The Hiring Process and Managing a Diverse Workforce

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Zberan69

Business Finance

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Assignment 2: The Hiring Process and Managing a Diverse Workforce

Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you are familiar within the same organization for this scenario.

(Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.)

Write a ten 10 page paper in which you:

Develop three (3) recruitment methods for the job opportunity in question, and suggest two (2) ways that each method helps one to avoid discriminatory practices. Justify your response.

Outline an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.

Develop a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.

Decide on three (3) background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity.

Choose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Justify the relevance of each selected employment test to the job requirements.

Formulate a policy for making both the hiring and promotional decisions related to the job opportunity. Specify the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Next, suggest one (1) plan to mitigate the adverse impact. Justify your suggestion.

Recommend two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Argue two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.

Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in both cases within your selected organization. Justify your recommendation.

Choose three (3) work-life conflicts that the HR Director should consider within the selected organization. Then, outline a policy geared toward resolving each conflict through the use of related employment laws. Justify your response.

Use at least four (4) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer

Attached.

Running Head: THE HIRING PROCESS AND MANAGING A DIVERSE WORKFORCE

The hiring process and managing a diverse workforce
Student Name:
Institution Affiliation:
Date:

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THE HIRING PROCESS AND MANAGING A DIVERSE WORKFORCE

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Before being elevated to the position of the Human Resource Manager, I held the
position of the compliance officer in the organization. I was selected for the position due to
having the intuitive and innate knowledge of the organization’s culture and goals, also,
intelligent, diligent, proactive and ethical. My job description was to guarantee that the
organization was conducting its business while complying fully with all international and
national regulations and laws that apply to this particular business, as well as internal standards,
professional standards and the conventional business practices (Noon et al., 2013).
Recruitment methods
The first method used by the organization is the direct recruitment method, here in some
instances the company recruits candidates without the use of recruitment agencies. The company
allows for applications and then forms a candidate database where they select the most suitable
one for the compliance officer (Compton et al., 2009). They also have the aim of encouraging
young talent in the organization, they achieve this by sending representatives in the educational
institutions to search for students who have passion and the drive to work as compliance officers.
In order to avoid discrimination in the direct recruitment method, the company makes
sure that the job description is well analyzed so that all the interested personnel can apply. It does
not segregate any group, the tasks which the candidates will perform are clearly stated in the
advert and anybody who has the set of skills can apply (Gusdorf, 2008). Also, the selection
process is based on the skills rather than discriminatory attributes such as age, gender or physical
disability of the candidates. Through this process, the company gets the best candidates for the
compliance officer who are from diverse backgrounds and have diverse skills which can help the
organization (Compton et al., 2009).

THE HIRING PROCESS AND MANAGING A DIVERSE WORKFORCE

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The second method used by the organization for the compliance officer position is
internal sourcing of the candidates. The position is advertised within the organization so that the
employees who have the ability to take the job are given the chance for promotion if they comply
with the requirements. The employees are given the first priority because they have the needed
knowledge which is required for the position about the internal working of the organization.
Little training is required if this type of candidate assumes the role of the compliance officer
because they had been trained in their previous positions about the company in general
(Compton et al., 2009).
To avoid discrimination, the internal sourcing method uses advertisements which are
present in every department of the organization. This ensures that every employee knows about
the vacant position and if they have the skills they can apply. The advertisements do not consist
of any protected attribute such as the age barrier or the physical ability which the person has,
rather they focus mainly on the skill sets of the candidates and how these skills will help the
company move forward in ensuring compliance in the organization (Compton et al., 2009).
Every person is also given a chance in the selection process where scrutiny is done thoroughly.
The last method utilized during the recruitment of the compliance officer is the thirdparty sourcing. This will involve the use of recruitment agencies to find the suitable candidate for
the organization. The process saves the organization numerous resources which could have been
used in the recruitment process as well as time which could have been used by the recruitment
officers to further the profitability of the company (Gusdorf, 2008). The third-party sources have
their own candidates’ databases and the process of getting a suitable candidate can be shortened
by contacting the qualified candidates for the position. They use various techniques and...


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